On this page, we explain how we review our Compensation Calculator in preparation for the Compensation Review Cycle.
The Total Rewards team and People Business Partners both play a vital role in ensuring the success of Annual Compensation Review. The Total Rewards team handles more of the "big picture" company-wide in the set up and administration of Annual Compensation Review while the People Business Partners take on more of the "details" related to their division.
The Total Rewards team is responsible for setting up Annual Compensation Review, analytics, audits, and general communication. This includes (but is not limited to):
People Business Partners work with their teams to address any problems, help the Total Rewards team with communications, and help their team/executive review Compaas and any analyses that are created. This can include (but not limited to):
Benchmarking review is an internal process completed by the Total Rewards team to determine any adjustments to role benchmarks for the next FY which is completed in November.
Benchmarking Analysissheet for the upcoming FY.
Job Codessheet are in the
Benchmarking Analysisand pull in updated Radford and Comptryx job codes.
Job Codessheet to refresh the current FY21 benchmarks. Compare our current benchmarks to the median of the 50th and 75th of the survey data (depending on the role) and make any recommendations based on market fluctuations.
The location factor review is an internal process completed by the Total Rewards team to determinate any adjustments to location factors for the next FY which is completed in November.
Location Factor Reviewsheet for the upcoming FY.
Location Factor Reviewsheet in the ERI tab.
Radford Datasheet for both the Global Technology Survey and Global Sales Survey. In the Select Jobs dropdown, select All Jobs. In the Data Elements dropdown, select ACR. Click Save & Run. Navigate to the reports tab to download once the report has finished running. Note that more than one report can be run at a time.
Radford Datasheet, combining the Global Tech and Sales Surveys.
The Total Rewards team will run an audit twice throughout the Compensation Review Process to review any statistically relevant bias for underrepresented groups: after the Performance Factor submissions (December) to review distribution of performance ratings and after Manager Review (January) to review the distribution of discretionary increase allocations.
This analysis will be conducted at the department level, for each department leader to review, as well as all other indirect leaders up to the e-group level. The executive of each division as well as their People Business Partner will address any concerns with the performance factors or discretionary increase allocations submitted across their division.
The Total Rewards Team will audit with the following data breakdowns (as aligned in our Identity Data Metrics):
The Total Rewards team has created a template to automatically sync for each department leader, indirect manager, and overall e-group leader by adding the information submitted into a master file for increased efficiency in data analysis.
The People Business Partner should familiarize themself with the output of this analysis and what has been flagged. They will review any issues that have been flagged with the leader of their division and advise Total Rewards of any changes.
This will calculate the minimum amount necessary to ensure the team member is in range and will be loaded into Compaas as the minimum recommended increase from the Total Rewards team and is finalized before the cyle opens for annual compensation review.
Comp Data Analysis and Modelingsheet template, create a new report with all Annual Compensation Review eligible team members.
Review and flag any concerns or possible data errors to the Total Rewards team.